Recruitment: RBE No.222/2000 – Group ‘D’ Staff
No.E(NG)II/2000/RR-1/85, dated 29.12.2000
Sub: Procedure for recruitment of Group ‘D’ Staff.
1. Instructions have been issued vide Board’s letter No.99/E(RRB) 25/11, dated 21.09.2000 (RBE No.167/2000) that recruitment to Group ‘D’ posts should henceforth be done directly by the Zonal Railways/ Units concerned, as was the practice prior to 21.04.1999. In continuation of the same, the following guidelines are issued regarding the procedure to be followed for recruitment. These guidelines should be followed for all future recruitments of Group ‘D’ staff.
2.0 Recruitment Unit:
2.1 The unit of recruitment will be a Division/ Workshop/ Production Unit and requirement of all departments within the unit and for all categories as well, will be clubbed together for the purpose of Group ‘D’ recruitment. As many recruitment units as possible may be clubbed together for a recruitment on each Railway, so as to ensure recruitment of required number of candidates within a reasonable amount of expenditure.
3.0 Periodicity of Recruitment:
3.1 Recruitment should be done at intervals of approximately two years.
3.2 The vacancies may be counted as on 30th of June or 31st of December of each year and the anticipated vacancies to be added will be for the period of next two years, duly taking into account the reservation rules.
4.0 Eligibility Criteria:
4.1 The educational qualification for recruitment to all Group ‘D’ categories in the Railways shall be Class VIII passed, as already stipulated in Railway Board’s letter number E(NG)-II/98/RR-1/107, dated 04.12.1998 (RBE No.277/1998).
4.2 The age for recruitment should be as per extant instructions, with relaxations for specified categories as adımissible under specific orders issued by the Railway Board from time to time.
5.0 Approval for Open Market Recruitment:
5.1 Existing directives for obtaining Board’s prior approval for filling up Group ‘D’ vacancies through open market recruitment will continue to apply.
6.0 Method of Recruitment:
6.1 The procedure laid down in Para 179 of IREM-Vol.I shall be followed for recruitment in Group ‘D’ categories, subject to the modifications contained in Railway Board’s letter No.E(NG)II/96/RR-1/62, dated 17.09.1998 (RBE No.215/1998) issued in reference to Supreme Court Judgment in the case of Excise Superintendent, Malkapatnam, Andhra Pradesh Vs KBN Visweshwara Rao and others, which provides for publication of recruitment notice in ‘Employment News’, besides issue of such notices to Employment Exchanges, recognised Associations of SCs and STs, display on Notice Boards etc.
6.2 Wherever considered necessary, the General Managers may introduce written Screening test as a method of selection. In other cases, selection will be held through viva-voce test of all the eligible candidates. In both the cases, the selected candidates shall be subjected to a physical efficiency test.
6.3 The detailed procedure to be adopted for conduct of selection for recruitment to Group ‘D’ posts shall be as per the guidelines given in Annexure-I.
7.0 Employment Notice:
7.1 Employment notice should be advertised in Rozgar Samachar/ Employment News giving full details regarding:
Recruitment Unit.
Posts for which recruitment is to be conducted, along with reservation details.
Age limits; including relaxation provisions.
Pay scales and minimum emoluments expected at the beginning of employment.
Places of posting, which should also indicate liability of serving anywhere on the Railway.
Examination Fees.
Mode of application.
Closing date for submission of application.
Choice of language for question paper (In case of written screening test).
Mode of examination; Whether through written test or viva-voce test.
Physical efficiency test standards.
Medical test standards.
Railways’s right to hold additional/ supplementary examinations or re-examination for all or some of the candidates.
Any other relevant information.
7.2 In the case of written screening test, Hindi and English shall be the languages in which question papers will be printed. Candidates should indicate their preference regarding the language of question paper in their application.
7.3 Brief indicative advertisements will be given in at least two local newspapers for wider coverage. The indicative advertisement will draw attention to the detailed employment notice published in Rozgar Samachar/ Employment News. In addition, the employment notice will be sent to the nearby employment exchanges and recognised associations of Scheduled Castes and Scheduled Tribes. The notice should also be sent to Special Employment Exchanges and the Vocational Rehabilitation Centres in the case of posts reserved for ex-servicemen. Copies of these notices should also be exhibited on Notice Boards outside Railway offices etc. situated in the area of recruitment.
8.0 Mode of Application:
8.1 Candidates should apply on plain paper, as per format indicated in employment notice. Fees may be charged (including postal charges) @ Rs.40 per candidate. However, SC/ST candidates will not pay any fee, except Rs.10 towards postal charges.
8.2 A candidate should mention the recruitment units & posts applied for, in order of his preferences, in his application. Final allotment of post, if empanelled, may be done taking into account his preference and his merit position.
9.0 Conduct of Recruitment:
9.1 Each recruitment shall be conducted under the supervision of an officer, not below the rank of JA grade (hereafter called Controller of Recruitment). When two or more recruitnent units are clubbed together, the General Manager may nominate this officer and he may be located in one ofthe Divisions or Headquarters. When recruitment is made for a single recruitment unit, the Sr.DPO/ Dy.CPO of the unit may function as ‘Controller of Recruitment’.
9.2 ‘Controller of Recruitment’ shall be responsible for inviting applications and overseeing the selection process. The ‘Controller of Recruitment’, shall be assisted by a Sr.Scale oficer or an Assistant officer belonging to the Personnel Department who may be assigned exclusively to those work along with nucleus staff.
10.0 Application Processing:
10.1 The ‘Controller of Recruitment’ shall have the right to reject any application. However, the reasons for rejection would have to be recorded on the application. The officer assisting the ‘Controller of Recruitment’ may endorse these reasons.
10.2 There shall not be any discrimination on ground of gender.
10.3 Name, father’s name, address, and community of each candidates should be entered in a computer database along with any other information considered relevant. Either the Railways own computers may be used for this purpose or an outside computer agency can be engaged, if required.
11.0 Issue of Call Letters to Candidates:
11.1 Roll Numbers may be generated on the computer and call letters should also be generated through the computers. The call letters should be posted under certificate of posting, at least one month before the date of examination/ interview.
11.2 In recruitments where written test has been decided to be held, separate ‘Instructions to Candidates’, containing detailed guidelines on how to fill the answers, roll number etc. and a sample OMR (Optical Marks Recognition) answer sheet printed on plain paper, should be enclosed with the call letter.
12.0 Preparation of Panels:
12.1 ‘Controller of Recruitment’ shall prepare a select list, in order of merit, for all candidates who qualify for empanelment, subject to their being declared suitable in physical efficiency test. After the conduct of physical efficiency test, he shall prepare the final panel. Thereafter, he shall prepare individual panels for individual posts after taking into account the merit position and preferences of individual candidates. These panels will be put up to the competent authority for approval.
12.2 The currency of the panel shall be for a period of two years from the date of publication. General Manager may exercise his authority to extend the life of panel by one year in case the panel is not exhausted within two years.
13.0 Railway may appoint candidates from the same select list within two years for replacement of candidates who may fail to join, those who may fail in medical examination and also in lieu of candidates who may leave the job within two years. In addition any additional unforeseen vacancies may also be filled up, with the personal approval of General Manager, by picking up additional candidates, in order of merit, from the available select list, within two years.
14.0 Any other specific instructions, issued by Railway Board, not covered in these guidelines will continue to apply.
ANNEXURE-I
Procedure for Recruitment to Group ‘D’ Posts – Guidelines
1. Wherever considered necessary, the General Managers may introduce written screening test as a method of selection. In the other cases, the selection will be held through viva-voce test of all the eligible candidates. In both the cases, the selected candidates shall be subjected to a physical efficiency test.
2. Conduct of Written Screening Test:
2.1 Candidates may be selected for recruitment through a two stage written test. Question papers for both preliminary, as well as final test shall be based on Class VIII standard. However, no question shall be asked for checking proficiency in language. Question paper should be entirely of the objective type for both preliminary as well as final tests. Question papers shall be printed in Hindi and English.
2.2 Answer scripts shall be readable on Optical Mark Readers (OMR) and evaluation of answer scripts shall be on computers.
2.3 Minimum pass marks for preliminary as well as final test may be 30% for General candidates and 20% for SC/ST and OBC candidates. (Minimum pass marks mean marks obtained in preliminary test below which a candidate can not be called for final tests, or marks obtained in final test below which a candidate’s name cannot be included in the select list for drawing of panels). In order to eliminate the advantage of guesswork, one mark may be deducted for three wrong answers (assuming choice of answers in objective type question papers in four in each question).
2.4 Results of the preliminary test should be tabulated in order of merit of candidates. Thereafter, names of candidates equal to ten times the number of vacancies should be picked up, while exercising due care to ensure adequate availability of candidates to meet requirements of reservations.
2.5 The applications of all candidates selected for the final stage of test should be scrutinized now, for checking their eligibility. The names of ineligible candidates should be struck out before publication of results, and the roll numbers of the successful candidates should be published in Rozgar Sanmachar/ Employment News. Simultaneously, written intimation should also be sent to these candidates along with call letters for the final test.
3. Viva-Voce test:
3.1 In the cases where it is not considered necessary to introduce written screening test, the selection will be done through viva-voce test which shall be conducted in accordance with the extant guidelines.
3.2 The selection committee shall consist of only the serving Railway officials and no non-Railway officials will be included. It may be ensured that the committee included one member each from SC/ST, OBC and Minority Communities.
4. Physical Efficiency Test:
4.1 The candidates who become due for empanelment on the basis of the result of the final written screening test or the viva-voce test, as the case may be, shall be subjected to a physical efficiency test to assess their physical fitness for the post. It will only be a qualifying test. Merit lists, for the purpose of empanelment, shall be decided on the basis of marks obtained in the written test or the viva-voce test, as the case may be.
4.2 Physical efficiency test standards shall be prescribed, having regard to the nature of duties involved for the posts advertised for recruitment, by the General Manager. However, the physical efficiency test shall be the same for all categories for which a common selection is conducted.
4.3 Physical efficiency test may be supervised by a committee of three Railway officers, who will be nominated by General Manager. One of these officers will be nominated as the convener. At least one of these three should be a Medical Officer. The officers conducting the physical efficiency test shall advise the result of the test to the ‘Controller of Recruitment’ immediately after completing the tests.
Download Railway Board Circular RBE No.222/2000
Forward reference ⇒ RBE No.